Leadership Mount Rushmore
Who belongs on the leadership equivalent of Mount Rushmore?Because leadership is a highly individualized practice, there’s no wrong answer. The most important answer is your own.
Who belongs on the leadership equivalent of Mount Rushmore?Because leadership is a highly individualized practice, there’s no wrong answer. The most important answer is your own.
Transparency has become a hot topic for employers and employees alike. For this month’s episode of the Perspectives webinar series powered by The Predictive Index, we decided to set our sights on the transparency topic.
If you work in tech, or your office has adopted a remote or hybrid way of working, there’s a good chance you’ve used Slack before and understand the benefits as well as the pitfalls, such as Slack holes and ‘always-on’ communication.
Learn how this Maverick uses her innovative, risk-taking nature to supercharge PI’s social media strategy.
In project management circles, a RACI chart offers help. This acronym stands for Responsible, Accountable, Informed, and Consulted. These are the roles assigned to a given individual or group (in the case of C and I) for each required deliverable or activity.
No one has a more immediate impact on employee engagement, productivity, and workplace satisfaction than direct managers of staff. Yet, most performance evaluation models are top-down—employees receive feedback from the people they report to, but managers rarely receive feedback from the people they manage. In fact, many companies don’t utilize manager evaluation forms at all. Good employees…
Think about the trajectory of our professional development. We’re often so caught up in today’s pressing demands that we lose a bit of perspective. My “memory lane” experience was fresh in my mind during a recent mentorship conversation.
Tune into the Lead The People podcast for a heart wrenching cancer survival story, and learn about its profound impact on one oncologist’s communication at work.
We launched PI Perform in February, and we’re thrilled with the reception so far. Here’s how Perform is helping us achieve Better Work.
Modern work is complex, and tension can run high within organizations. Identifying opposing forces brings us closer to helping ourselves navigate these situations effectively.
Leadership is complex. Rather than complain about what’s not working, we wanted to turn our attention to how we can help leaders at every level get it right.
Recognition makes employees feel a heightened sense of belonging and value. It costs almost nothing, but it can be priceless in terms of the morale and motivation it can produce. And it isn’t reserved for manager-to-direct reporting relationships.
In our work, we experience a variety of conditions that can produce a range of outcomes. This can happen when our activity level, focus, stimulation, or other factors are too much, too little, or just right.
With the rise of remote and hybrid workplaces, along with the growing share of employees demanding deeper connections, greater recognition, and a sense of shared purpose from their job than ever before, more organizations are realizing the value and importance of the simple one-on-one.